The next powerepoint slide presentation explains how HR planning and other HR activities assist the organisation to professionally plan and develop human resources to meet it's goals and objectives.
The next document should be used to gain a better understanding of human resource planning and the role of job analysis. You should read this document and answer the review questions.
When planning an effective recruitment and selection program we need to be aware of legislation that prevents organisations and individuals in descriminating against poyential emplyees. Discrimination can take the form of overt and covert forces and should be eliminated in recruitment and selection. The next slide presentation outlines anti-discrimination legislation and how it impacts on the organisation.
After we have made the proper planning and have completed the job analysis process, a job description and specification has been developed we now move to the recruitment phase to attract the most suitable person to the vacant position. The next slide presentation provides and overview of the recruitment process and suggest ways to be more effective in recruiting employees
The next document will provide you with the underlying knowledge of discrimination and recruitment. Please read through this document and answer the review questions.
The following document can be modified for your first assessment task 'Job Analysis Questionnaire'. Please complete the modification as a group, then complete it with a job you have chosen (this is to be done individually).
To view the success of on-line recruiting, view the YouTube video clip for seek.com.au on the following link http://www.youtube.com/watch?v=y5XPSOulhLk
Once we have commenced the search to acquire the most suitable person, we need to find an easy way to assess the initial contact information. This can we done through the applicants Resume (or CV) or in some cases with large organsiations, the 'Application Form'
Once the application has been received the selection process begins. This process can be very elaborate and just interviewing the applicants may be the very last option. We may decide to use other selection devices to cull out unsuitable applicants and therefore many techniques are emplopyed to help the organisation decise on the best person for the job. This may include psychological testing ... the following presentation introduces us to the notion of screening those people to
Last week we looked at the importance of testing applicants to determine their suitability for a vacant position. To go back one step we should look at the way people apply for these positions and the ability employers have to 'cull' unsuitable applicants and therefore be more cost effective
In addition to this lesson and it's associated activities, you should continue to complete your advertisement and post it to a 'Blog' https://www.blogger.com/start. Attached is a tutorial sheet on 'Blogging' that may assist with this actvity or any future one you wish to create.
The selection of staff and interviewing - now that you will be interviewing candidates for the advertised position you need an Interview PLAN. The template in the attached file can be used for your PLAN. You will need to individualise it and include your own selection criteria.
Now that you have been through the selection process, it is time to induct your new employees into the organisation. The following file outlines the process of how you will go about designing an Induction program. This need to be delivered in Week 17.
The following samples are for JOB offers and rejections
The next powerepoint slide presentation explains how HR planning and other HR activities assist the organisation to professionally plan and develop human resources to meet it's goals and objectives.
The next document should be used to gain a better understanding of human resource planning and the role of job analysis. You should read this document and answer the review questions.
When planning an effective recruitment and selection program we need to be aware of legislation that prevents organisations and individuals in descriminating against poyential emplyees. Discrimination can take the form of overt and covert forces and should be eliminated in recruitment and selection. The next slide presentation outlines anti-discrimination legislation and how it impacts on the organisation.
The next slide presentation must be viewed in the context of the video entitled "EEO - a fair go for all" available from Wollongong West Library.
To synthesise the concepts of discrimination, please complete the 'case study' in the next document.
After we have made the proper planning and have completed the job analysis process, a job description and specification has been developed we now move to the recruitment phase to attract the most suitable person to the vacant position. The next slide presentation provides and overview of the recruitment process and suggest ways to be more effective in recruiting employees
The next document will provide you with the underlying knowledge of discrimination and recruitment. Please read through this document and answer the review questions.
The following document can be modified for your first assessment task 'Job Analysis Questionnaire'. Please complete the modification as a group, then complete it with a job you have chosen (this is to be done individually).
To view the success of on-line recruiting, view the YouTube video clip for seek.com.au on the following link http://www.youtube.com/watch?v=y5XPSOulhLk
Once we have commenced the search to acquire the most suitable person, we need to find an easy way to assess the initial contact information. This can we done through the applicants Resume (or CV) or in some cases with large organsiations, the 'Application Form'
Once the application has been received the selection process begins. This process can be very elaborate and just interviewing the applicants may be the very last option. We may decide to use other selection devices to cull out unsuitable applicants and therefore many techniques are emplopyed to help the organisation decise on the best person for the job. This may include psychological testing ... the following presentation introduces us to the notion of screening those people to
Last week we looked at the importance of testing applicants to determine their suitability for a vacant position. To go back one step we should look at the way people apply for these positions and the ability employers have to 'cull' unsuitable applicants and therefore be more cost effective
In addition to this lesson and it's associated activities, you should continue to complete your advertisement and post it to a 'Blog' https://www.blogger.com/start. Attached is a tutorial sheet on 'Blogging' that may assist with this actvity or any future one you wish to create.
The next presention should be viewed in the context of the video " A fair chance"
The selection of staff and interviewing - now that you will be interviewing candidates for the advertised position you need an Interview PLAN. The template in the attached file can be used for your PLAN. You will need to individualise it and include your own selection criteria.
Now that you have been through the selection process, it is time to induct your new employees into the organisation. The following file outlines the process of how you will go about designing an Induction program. This need to be delivered in Week 17.
The following samples are for JOB offers and rejections
Recruit, select and induct staff